fort monroe

BRAC MOVEMENT

OF

CIVILIANS

TRADOC Centers of Excellence

TRADOC REORGANIZATION

TODAY FY 08

FUTURE FY 08-11

TRADOC BRAC - CENTERS OF EXCELLENCE (COE

Maneuver
COE

Fort Benning, GA
FOC Jul 2011
Auth 1347

Fires

COE

Fort Sill, OK
FOC May 2011
Auth 740

Fort Monroe - Closing
HQ to Fort Eustis, VA
836 Civilians

HRC

COE

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Fort Lee, VA
FOC Apr 2011
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3300 TRADOC

Civilian Jobs are Relocating to
Other Locations

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COMMANDERS' CONCERNS

* Sustaining the mission

* Taking care of civilian employees

* Avoid perception that any group
of employees is disadvantaged

EMPLOYEE TRANSITION PROCESS

TRADOC Volunteer
Process

CARE PPP Exception Granted

Volunteer Process

* Agreement from Leadership

- TRADOC DCG

* Use similar process throughout
TRADOC

- Maneuver (Benning, Knox)

- Fires (Bliss, Sill)

- Sustainment (Lee, Eustis, APG,
RSA)

- HR COE (Accessions & Cadet Cmds)

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Volunteer Process

* Permanent employees whose positions are realigning into the
COE will be encouraged to volunteer for positions in the COE.

* All employees at impacted Schools/Centers treated equally.

* Employees who volunteer must complete formal Survey of
Interest and provide up-to-date resume and copy of most
recent Notification of Personnel Action (SF-50).

* Employees must be fully qualified:

- IAW OPM qualifications standards

- Meet special requirements/conditions of employment.

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VOLUNTEER PROCESS (cont'd)

* All employees who volunteer to realign will be

guaranteed a job at their same grade or equivalent level
- NSPS equivalent GS grade as indicated on PD. Intent
of Equivalent grade/level.

* Employees must first volunteer for their current
position, title series and grade or equivalent level.
Thereafter, may volunteer for unlimited number of
positions at their same grade or equivalent level.

* All "Direct Matches" will be made first.

* If more than one volunteer qualifies for a Direct Match,
SCD for leave will determine placement.

* If multiple volunteers qualify for a non Direct Match,

a panel comprised of management officials from the
realigning Scnools/Centers will determine placement
based on job related criteria.

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VOLUNTEER PROCESS (cont'd)

* If no Direct Match, or not selected for
multiple matches, still guaranteed
placement into a position.

* Employees will be provided a timeframe
for movement of the positions.

Upon acceptance of written job offer,
volunteers will be placed in a separate
competitive area.

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VOLUNTEER PROCESS (cont'd)

* Employee volunteers, accepts
written job offer (enters condition of
employment), later declines, subject
to separation under adverse action
procedures.

* Employee does not volunteer, will
remain in position until otherwise
placed. If not placed when position
is excess participate in RIF.

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Permanent Change of Station (PCS)
Benefits and Entitlements

Relocating employees will receive appropriate
Permanent Change of Station (PCS) benefits and
entitlement

* Movement of Household Goods

* Travel to New Duty Station

* Dependent Travel

* Miscellaneous Expense Allowance

* Defense National Relocation Program or Real Estate Expense

* Discretionary Benefits - TRADOC encourages payment

- Temporary Quarters and Subsistence Expenses
- House Hunting Trip (HHT)

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TRANSITION ASSISTANCE
(when not realigning)

* DoD Priority Placement Program

* DoD Reemployment Priority Program

* OPM Interagency Career Transition
Assistance Program

* TRADOC Mandatory Surplus
Placement Program

* Retraining Programs

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BENEFITS AND ENTITLEMENTS
(when leaving Federal Service)

* Discontinued Service Retirement

* Severance Pay

* Unemployment Compensation

* Continued Health Insurance

* Lump sum payment of annual leave

* Leave pending retirement (to gain
eligibility)

* May be offered VSIP/VERA

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VOLUNTARY SEPARATION INCENTIVE PAY

(VSIP)

Lump sum payments to encourage permanent employees to
voluntarily resign or retire.

- Avoid or minimize involuntary separations due to reduction-in
force (RIF), base closure, reorganization or restructure.

Management tool, not employee entitlement.

Buyout amount = $25,000 maximum.

Employees can resign or opt for early/optional retirement.

Employees who volunteer to realign to the COE will not be eligible
for VSIP.

REDUCTION IN FORCE (RIF)

* Employees may participate in RIF at their current
location who:

- have not volunteered to realign to the COE

- have not been placed or accepted another job

- have not voluntarily separated

- have not applied for Discontinued Service Retirement

- have not declined management directed reassignment

- have not volunteered & accepted job offer, then

subsequently declined a COE position

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MANAGEMENT FLEXIBILITIES

Management Directed Reassignment

- Employee directed to COE, when critical
skills needed

Voluntary Early Retirement Authority
(VERA)

- Can be used with or without VSIP
Voluntary Separation Incentive pay (VSIP)

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Current Recruitment

* Job Announcements

- All permanent job announcements in
activities scheduled to relocate should
include information on relocation

* Recruitment Decisions

- Determine duty location

- Determine whether to fill positions as
Temporary, Term or Permanent

* Mobility Agreements

- HQ DA G-l BRAC authorized TRADOC to use
mobility agreements, on case by case basis,
for vacant positions affected by BRAC

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Flexibilities for Mission Sustainmc

* Recruitment Incentive

- May be used for new appointment to a position
difficult to fill in absence of an incentive

* Retention Incentive

- May be used if employee likely to leave
Federal service to retain skills or unusual
qualifications

* Relocation Incentive

- May be used to encourage highly skilled
employees to move to new location

- TRADOC Enterprise Relocation Incentive

* Temporary Change of Station

- 6-30 months to new location and return to

resign/retire when time ends is

Flexibilities for Mission Sustainment
(cont'd)

* Delayed Permanent Change of Station

* Virtual - Allow employees to remain an losing
site until skills no longer needed

* TDY - employees sent to gaining activity for
short duration

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